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Snell & Wilmer’s Labor and Employment Law Blog provides breaking news and updates on legal issues facing employers.Topics
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Intermittent Strikes Are Not Protected
A decision issued last week by the National Labor Relations Board (“NLRB” or “Board”) should be noted by employers facing employee general demands for changes in terms and conditions of employment. The NLRB reaffirmed established law that a series of … Continue reading
United States Supreme Court Continues Its Trend of Enforcing Individual Employment Arbitration Agreements
Approximately one year ago, the United States Supreme Court issued its landmark decision in Epic Systems v. Lewis, 548 U.S. ___ (2018), holding that class action waivers contained in arbitration agreements, including agreements between employers and their employees, are permissible … Continue reading
Posted in Arbitration, Class Action
| Tagged Class Action Waiver, Employment Arbitration Agreements, Epic Systems, Ernst & Young LLP, Lamps Plus, Lewis, Morris, Murphy Oil, Ninth Circuit, NLRB, SCOTUS, Section 7, Supreme Court, Wage & Hour
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NLRB’s Email Rule May Be Coming to an End
In its 2014 decision Purple Communications Inc. and Communication Workers of America, the NLRB ruled that employees could generally use employers’ email systems to organize or engage in other concerted activities protected by Section 7 of the National Labor Relations … Continue reading
Posted in Handbook, Labor, NLRA, NLRB, Unions
| Tagged Company Email, Labor, NLRA, NLRB, Policy, Protected Communications, Protected Concerted Activity, Purple Communications, Section 7
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Back-peddling on Who Is the Employer: The NLRB Proposes a Revision to the Joint Employer Standard
In a 2015 controversial decision, the National Labor Relations Board (“NLRB”) ruled that, for purposes of federal labor law violations, a business may be deemed a joint employer of another company’s employees if the business had “indirect” control over those … Continue reading
Posted in NLRB, Uncategorized
| Tagged Joint Employer Status, Joint Employers, NLRB
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